scholarly journals Relationships between Employees’ Identifications and Citizenship Behavior in Work Groups: The Role of the Regularity and Intensity of Interactions

2021 ◽  
Vol 11 (7) ◽  
pp. 92
Author(s):  
Andrey V. Sidorenkov ◽  
Eugene F. Borokhovski
Keyword(s):  
Organizational Citizenship Behavior ◽  
Work Groups ◽  
Academic Staff ◽  
Group Identification ◽  
Two Dimensions ◽  
Assessment Instrument ◽  
Citizenship Behavior ◽  
Group Interactions ◽  
High Regularity ◽  
The One

This paper explores the relationships of various employees’ identifications (personal, interpersonal, micro-group, group and organizational) in their two components (cognitive and affective) with two dimensions of organizational citizenship behavior (OCB): offering quality ideas and suggestions, and providing help and support within small work groups. Two studies were conducted in Russia on two respective samples: (1) employees of commercial enterprises (N = 183) characterized by a relatively high regularity and intensity of within-group interactions; and (2) the academic staff of higher education institutions (N = 157), which typically have relatively less regular, low-intensity within-group interactions. The research employed four questionnaires to assess the participants’ identifications in both of their components. In addition, managers in the respective organizations filled out an organizational communicativeness questionnaire and a two-factor OCB assessment instrument. It was found that the relationships between (a) particular identifications and (b) the ratio of group identification to other identifications, on the one hand, and OCB, on the other, depend on the degree of regularity of within-group interactions, as well as on the identification components. Organizational communicativeness did not moderate the relationship between identifications and OCB, but was significantly positively correlated with both OCB dimensions. The theoretical and practical implications of the study findings are discussed.

scholarly journals Managers and Organizational Citizenship Behavior

2016 ◽  
Vol 21 (1) ◽  
pp. 14-20
Author(s):  
Mihaela Man
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Five Dimensions ◽  
Significant Positive Relationship ◽  
The One ◽  
The Relationship ◽  
Persistence Factors

Abstract In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB). The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship with OCB. These three conscientiousness facets are self-efficacy, cautiousness and orderliness. Agreeableness was not identified as being associated with OCB. At the level of the relationship between motivational persistence factors and OCB, we have identified a significant positive relationship with only one factor: current purpose pursuing. The OCB model has two variables that work best as predictors: high scores with regard to current purpose in terms of the pursuing-motivational persistence factor, and low scores in terms of the imagination-facet of openness to experience.

scholarly journals The Mediating Effect of Person-Organization Value Fit on the Relationship Between University branding and Academic Staff Citizenship Behavior

2021 ◽  
Vol 10 (1) ◽  
pp. 313
Author(s):  
Bassant Adel Mostafa ◽  
Azza Abd-Elqader El-Borsaly ◽  
Eglal Abd-Elmoneim Hafez ◽  
Sally Ali Hassan
Keyword(s):  
Higher Education ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Staff ◽  
Education Sector ◽  
Citizenship Behavior ◽  
Employer Branding ◽  
Staff Members ◽  
The Relationship ◽  
Value Fit

Nowadays, research on employer branding is still growing. A specific focus on branding in the higher education sector is still limited, so this research investigates how employer branding impacts organization citizenship behavior and whether person-organization value fit mediates this relationship on a sample of 332 academic staff members working in the private higher education sector in Egypt. The data collection was performed using a self-administered survey. The research employs correlation and regression analysis to test the research hypotheses.  First, the results revealed a moderately significant effect of employer branding practices on organizational citizenship behavior. Second, person-organization value fit has a positive significant mediation effect on the relationship between employer branding and organizational citizenship behavior. These results will help private universities determine to what extent investing in building a strong employer brand will help retain academic staff members.   Received: 7 October 2020 / Accepted: 11 December 2020 / Published: 17 January 2021

scholarly journals Organizational citizenship behavior: Scale development and validation

2021 ◽  
Vol 11 (1) ◽  
pp. 15-24
Author(s):  
Nguyen Ngoc Duy Phuong ◽  
Le Nguyen Thanh Dong
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Staff ◽  
Citizenship Behavior ◽  
Job Descriptions ◽  
Role Behavior ◽  
Depth Interview ◽  
Behavior Scale ◽  
Hr Managers ◽  
Development And Validation

Employees are expected to perform specific roles in an organization as specified by their job descriptions and superior’s expectations. Bidarian and Jafari (2012) found that employees play an important role in activities in the organization, such as their social interaction with colleagues and leaders to conduct the activities. These extra-role behavior’ are behaviors termed as Organizational Citizenship Behavior (OCB). Although many OCB studies have been conducted in Vietnam, it is under adequate. Based on Organ (1988) and Podsakoff, MacKenzie, Paine, and Bachrach (2000), this research develops and confirms the OCB scale in the higher education context. The mixed-method (in-depth interview of one vice-rector, two HR managers, three deans, and collecting quantitative data from 317 academician and non-academic staff) was used to develop a new scale suitable to the Vietnamese context. The research results determine OCB factors include altruism, conscientiousness, sportsmanship, courtesy, and civic virtue.

scholarly journals Kecerdasan Intelektual, Kecerdasan Emosional, Kecerdasan Spiritual Dan Organizational Citizenship Behavior Terhadap Kinerja Pegawai

2021 ◽  
Vol 7 (3) ◽  
pp. 1263
Author(s):  
Mawar Ratih Kusumawardani ◽  
Brahma Wahyu ◽  
Bambang Suwarsono
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Citizenship Behavior ◽  
Improve Performance ◽  
The One ◽  
General Section ◽  
The City

<p><em>Performance is the one thing to measure succesul of an organization.  Effort to Improve the performance its very important to achieved organization goal. Efforts to improve performance are not easy to achieve because it is influenced by many factors including factors that come from the employees itsself likes intellectual quotients, emotional quotients, spiritual quotients and organizational citizenship behavior. These factors are very important to noticed,  they are expected to make more contribute to improving performance. This research was conducted  all 71employees of the General Section of the Regional Secretariat of the City of Kediri. Data was obtained through observation, interviews and questionnaires. This study  uses multiple linear regression analysis, with the results obtained: intellectual quotients (IQ) does not partially affect employee performance, emotional quotients (EQ) partially affects employee performance, spiritual quotients (SQ) does not affect partially partially on employee performance, organizational citizenship behavior (OCB) has a partial influence on employee performance, and simultaneously intellectual quotients (IQ), emotional quotients (EQ), spiritual quotients (SQ) and organizational citizenship behavior (OCB) affect employee performance.</em></p>

The Effect of Transformational Leadership in promoting Organizational Citizenship Behavior in Higher Education Institutions

2020 ◽  
Vol 8 (2) ◽  
pp. 84-96
Author(s):  
Mahwish Amanat ◽  
◽  
Sobia Sultana ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Staff ◽  
Pearson Correlation ◽  
Citizenship Behavior ◽  
Target Area ◽  
Intellectual Stimulation ◽  
Cross Sectional

Transformational leadership and organizational citizenship behavior are the valuable components of an organization and these components become a core competency to improve organizational performance now a days. Transformational leadership is different from traditional leadership style in the way that it gives weight to the sensory perception, guides in making decisions and helps followers in developing citizenship behavior. Transformational leadership has a significant role in building up employees organizational citizenship behavior through idealized influence, individualized consideration, inspirational motivation and intellectual stimulation. Keeping in view the importance of organizational citizenship behavior the present contextual framework was established to explain the relationship between the stated variables. The study was explanatory and cross-sectional approach was employed to accumulate data from the academic staff of public sector universities. The target area that was selected for the study was the city of Lahore, Punjab, as most of the well-known universities are present in Lahore. The data collected from teaching faculty have been analyzed by employing SPSS (22.0). Descriptive Statistics, Frequency Analysis, Pearson Correlation, Regression Coefficients and Reliability Analyses were used to examine data. Results of regression analysis show that transformational leadership has significant positive effect on organizational citizenship behavior

Variations in Employee Performance in Response to Organizational Justice: The Sensitizing Effect of Socioeconomic Conditions

2016 ◽  
Vol 44 (6) ◽  
pp. 2375-2404 ◽  
Author(s):  
Marjo-Riitta Diehl ◽  
Ansgar Richter ◽  
Abiola Sarnecki
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Meta Analysis ◽  
Counterproductive Work Behaviors ◽  
Citizenship Behavior ◽  
Socioeconomic Conditions ◽  
The One ◽  
Sensitizing Effect ◽  
The Relationship

According to uncertainty management theory (UMT), organizational justice helps individuals to cope with uncertainty. Employees will thus respond stronger to organizational justice when uncertainty is high. We contribute to UMT by highlighting poor socioeconomic conditions, specifically, weak rule of law, low human development, and high income inequality, as salient sources of uncertainty. We argue that when these conditions are unfavorable, the effects of organizational justice on employee reactions will be stronger than when they are more favorable. We test our arguments using a meta-analysis of 279 studies involving 315 samples from 31 countries. Our findings suggest that poor socioeconomic conditions raise the strength of the relationship between organizational justice on the one hand and task performance and organizational citizenship behavior on the other but not the relationship between organizational justice and counterproductive work behaviors. Our study responds to recent calls to place greater emphasis on contextual factors and to close the macro–micro gap in the literature on organizational justice.

Antecedents of civic virtue and altruistic organizational citizenship behavior in Macau

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sow Hup Joanne Chan ◽  
Oi Mei Kim Kuok
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Two Dimensions ◽  
Communication Satisfaction ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Personal Feedback

Purpose This study aims to investigate the relationships between two dimensions of communication satisfaction – personal feedback and supervisory communication – on outcomes such as altruistic organizational citizenship behavior and civic virtue. Another aim is to examine the mediating role of organizational justice (OJ) between these two dimensions of communication satisfaction and altruistic organizational citizenship behavior and civic virtue. Design/methodology/approach This study is based on a survey conducted in major organizations in Macau SAR, China. Data from 294 respondents who successfully completed the questionnaire is used for the analysis. Findings The results reveal that supervisory communication is significantly and positively associated with altruistic organizational citizenship behavior. Both personal feedback and supervisory communication are significantly and positively associated with civic virtue. OJ is a mediator between personal feedback and civic virtue. OJ also mediates the relationship between satisfaction with supervisory communication and civic virtue. It is intriguing that OJ is not a mediator in the relationship between satisfaction with communication and altruistic organizational citizenship behavior. Research limitations/implications A single city cross-sectional study presents some restrictions on the generalizability of the findings. More studies are needed to understand communication satisfaction – organizational citizenship behavior processes to establish if the findings hold with other samples in other cultures. Practical implications The empirical evidence in this study shows that satisfaction with communication is critical for promoting discretionary behaviors. The mediating roles of OJ between personal feedback and civic virtue and between supervisory communication and civic virtue, clearly indicate that even though a manager may try hard to motivate employees’ participation in discretionary behaviors, whether employees participate in extra-role behaviors depends on their perception of justice. Originality/value This is the first study to examine how altruistic organizational citizenship behavior and civic virtues are influenced by satisfaction with communication. Moreover, the mediating role of OJ has never been tested previously. The findings contribute to the HR literature and provide deeper insights on how to promote citizenship behavior.

scholarly journals Effects of Power Distance Diversity within Workgroups on Work Role Performance and Organizational Citizenship Behavior

2017 ◽  
Vol 30 (5) ◽  
pp. 35
Author(s):  
Raquel Durán-Brizuela ◽  
Grettel Brenes-Leiva ◽  
Martín Solís-Salazar ◽  
Federico Torres-Carballo
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Impact ◽  
Power Distance ◽  
Research Field ◽  
Two Dimensions ◽  
Cultural Dimensions ◽  
Citizenship Behavior ◽  
Work Role ◽  
Role Performance

The purpose of this study was to analyze the effect of power distance diversity within workgroups, from the perspectives of work role performance and organizational citizenship behavior. A sample of 251 employees, from a multinational company’s subsidiary, was analyzed to determine the existence of relationships between power distance diversity, work role performance and organizational citizenship behavior. Results indicated two main findings. First, the most power distance diverse workgroups had a negative effect on the work role performance of the employees. Secondly, the most power distance diverse workgroups negatively influenced two dimensions of organizational citizenship behavior: altruism and civic virtue. In addition to the previous main findings, it was concluded that power distance had a negative impact within the workgroups of the organization that was studied. The development of this research made a significant contribution to the innovative research field of cultural dimensions’ relationship with the performance and the behavior of the employees. Additionally, this research is among the first to study the effects of power distance on the work role performance and the organizational citizenship behavior of employees.

scholarly journals PROCEDURAL JUSTICE, ENVY AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A STUDY OF HEALTH PROFESSIONALS IN PAKISTAN

2014 ◽  
Vol 02 (02) ◽  
pp. 45-51
Author(s):  
Ayesha Noor ◽  
◽  
Sajid Bashir
Keyword(s):  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Health Professionals ◽  
Two Dimensions ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
Behavior Organization ◽  
The Impact

This study examines the impact of procedural justice on two dimensions of Organizational Citizenship Behavior(OCB) viz. Organizational Citizenship Behavior Individual (OCBI) and Organizational Citizenship Behavior Organization (OCBO) with mediating role of workplace envy among health professionals in Pakistan. The data was collected from 110 health professionals through questionnaires. Results indicate that though procedural justice is significantly associated with both dimensions of organizational citizenship behavior, the mediation of workplace envy is not established in case of relationship between procedural justice and OCBI. Implications that can help hospitals of Pakistan in augmenting the OCB are also discussed.

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